FGV Annual Report 2020

237 Who We Are How We Operate How We Are Governed Additional Information Sustainability Matters Statement & Discussion By Our Leaders Ethics & Integrity Throughout 2020, FGV continued to conduct programmes that are designed to further enhance the competency of its people based on the Leadership Competency Model that was established in 2019. These are in addition to the technical competencies development programmes that FGV Group provided or encouraged its people to participate. Some of the flagship/training programmes that were conducted in the year 2020 are: Competency • External Gift, Entertainment & Hospitality Policy (GEH) The GEH Policy is based on good practices to govern the giving and receiving of gifts, entertainment and hospitality to or from third parties with emphasis on integrity, ethical standards and adherence to the law. The Group endeavours to maintain a high standard of integrity, transparency and accountability in all aspects of its business through efficient, productive and disciplined behaviour. • Asset/Personal Interest Declaration Policy (APID) The APID Policy is intended to reflect Directors and employees’ transparency towards the Group. It is also to ensure that assets and personal interests are acquired through reasonable legal means within their financial capacities and free from situations of conflict of interest. • Sponsorships & Donations Policy To align sponsorship and donation practices within FGV Group, to protect FGV’s assets and to be in line with the National Integrity Plan, with the aim of reducing and eliminating corruption and business malpractice. • Referral Policy This policy provides guided parameters to ensure that referral protocols are adhered to in relation to when the information is received, the results of investigation and any other matters related to it. Employees of FGV Group shall uphold the principles of integrity in their business operations. All employees shall cooperate and support all initiatives in order to prevent any misconduct or criminal offences. • Conflict of Interest Policy All employees and third parties of FGV Group shall act, at all times, in the best interest of FGV Group and not based upon their personal interest. Employees must not put themselves in a position where they are involved in an activity for personal gain, to themselves, their ‘relative’, ‘associate’ or third parties, or any activity that conflicts with FGV Group’s interest. • Whistleblowing Policy and Procedures This policy is to establish the rules and principles for the process of complaint management, investigations and protection for the whistleblower. It provides various avenues for any employee or member of the public, including the minority shareholders, to report any improper conduct (misconduct or criminal offence) committed or about to be committed. FGV is committed to fostering a culture of integrity and accountability, subsequently educating employees on raising concerns about any improper conduct (criminal offence or misconduct) and giving assurance of a secure and accessible channel as well as protection to whistleblowers. • Cadetship in Plantation and Management Programme (CPMP) Programme to develop the best Supervisors/newly appointed Assistant Managers to become competent Assistant Managers. • Estate Manager Competencies Assessment Programme to build organisational capability by assessing Functional & Leadership competency gaps for our Estate Managers/Mill Managers as part of Training Needs Analysis and for better rotation exercise. • Leadership Competencies and Effective Feedback & Coaching Workshop Programme to equip executives and above with the understanding of FGV’s 18 Leadership Competencies that is aligned to the P.R.I.D.E Core Values and further providing coaching techniques to enable them to facilitate and coach their employees using the BEST (Build Rapport – Exchange Information – Seek Agreement – Take Action) & STAR (Situation – Task – Action – Results) Model. • Potential Estate Manager Programme (PEMP) Programme to develop the best Assistant Managers to become competent Estate Managers. • Potential Estate Supervisor Programme (PESP) Programme to develop the best Field Assistants/newly appointed estates supervisor to become competent supervisors. • PRIDE Leadership Competencies Workshop Programme to equip executives and above with knowledge of FGV Core Values (P.R.I.D.E) and its respective Leadership Competencies through behaviours/skills appropriate as our work culture. • Malaysian Financial Reporting Standards (MFRS) training for 50-100 pax Programme to keep FGV accountants abreast of digital developments for financial and accounting functions. • Launch of FGV Accountant Certification (ACe) Programme On-the-job mentorship programme for nine FGV employees studying for professional accountancy examinations. This is part of FGV’s professional talent development.